Positive Test Result. Where there has been a positive test result in a confirmatory test and in any confirmatory retest (if the employee requested one), the Employer will do the following unless the employee has furnished a legitimate medical reason for the positive test result:
Positive Test Result. A positive test result will be defined as any result regarded as positive under Department of Transportation (DOT) standards. Except as provided in Section 14.5, an employee who has a positive alcohol test and/or a positive controlled substance test may be subject to disciplinary action, up to and including discharge.
Positive Test Result. A positive test result will be defined as any result qualifying as legally intoxicated under Department of Transportation standards. Except as provided in Article 22.3, an employee who has a positive alcohol, marijuana, and/or controlled substance test may be subject to disciplinary action, up to and including dismissal.
Positive Test Result. A "positive test result" means: a verified positive drug test result); a verified alcohol test with a result indicating an alcohol concentration of greater than 0.00; or a refusal to test.
Positive Test Result. An employee may be found to be under the influence of drugs or alcohol on the basis of any appropriate evidence including, but not limited to:
Positive Test Result. A “positive” drug test result will mean test levels on both the screening test and the confirmatory test that are recognized as positive by the U.S. Department of Health and Human Services in its “Mandatory Guidelines for Federal Workplace Drug Testing Programs” or in a subsequently issued rule or regulation issued by the Agency. A “positive” alcohol test result will mean test levels on both the initial test and the confirmatory test or tests that are officially recognized as positive by the federal, state, or local governmental authority.
Positive Test Result. An employee who tests positive under this Policy will be given an opportunity to explain the findings to the MRO prior to the issuance of a positive test result to The City of Wickliffe DFWP coordinator. Upon receipt of a confirmed positive finding, the MRO will attempt to contact the employee by telephone or in person. If contact is made by the MRO, the employee will be informed of the positive finding and given an opportunity to rebut or explain the findings. The MRO can request information on recent medical history and on medications taken within the last thirty (30) days by the employee. If the MRO finds support in the explanation offered by the employee, the employee may be asked to provide documentary evidence to support the employee's position (for example, the names of treating physicians, pharmacies where prescriptions have been filled, etc.). A failure on the part of the employee to provide such documentary evidence will result in the issuance of a positive report by the MRO with no attendant medical explanation. A medical disqualification of the employee will result. If the employee fails to contact the MRO as instructed, the MRO will issue a positive report to the City.
Positive Test Result a. Following an employee’s return to work, upon notice to the employee of a positive test, the employee’s suspension will be initiated or continued for a minimum of ten (10) working days without pay. The time lost due to removal from service, pending receipt of test results, will be applied against the suspension. The employee will be required, as a condition of employment, to be interviewed by a representative of the EAP for a determination of what, if any, course of treatment is recommended to deal with any substance abuse/alcohol problem the employee may have. The employee’s failure to appear for the interview within the ten (10) day suspension will result in discipline up to, and including, discharge.
Positive Test Result. The provisions below apply to an Employee who is tested pursuant to this policy and who receives a positive test result.
Positive Test Result. Final scientific confirmation of the presence of illegal drugs or the illegal use and abuse of legal drugs and intoxicants shall set in motion the disciplinary process as set out in Sheriff’s Office Policy and Procedure 206.01, Employee Discipline & Disciplinary Sanctions, as well as may be covered or included in any other applicable Sheriff’s Office policy and procedure and any applicable federal, state, or county, law, regulation, policy or procedure. The range of discipline may include a requirement of appropriate health intervention, discipline and retention or termination. A finding for the employee shall constitute an exoneration of the employee.
